Inspiring People to Walk Through Walls – Behind the Scenes

Leaders will all agree that they want more loyal employees. The strategy for loyalty is extraordinary leadership. In other words, leaders must learn the skill of inspiring people to walk through walls for them. In today’s behind-the-scenes video, you look at inspiring people to be loyal. You will discover the two essential elements that increase loyalty. Learn how inspiring people is not as hard as you think.

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Behind the Scenes: The Transcript

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Disclaimer: This transcript was created using YouTube’s translator tool and that may mean that some of the words, grammar, and typos come from a misinterpretation of the video.

Today we look at how do you inspire people to walk through walls for you as a leader, you probably think about how do you engage people to buy into the vision, to get their work done, take real ownership of the client experience, and all of the things that are necessary to keep this business driving forward. I work with a lot of fast growth founders, CEOs, many of them on the Inc 5,000, you don’t have to be on the Inc 5,000 work with me.

But what I learned from these individual leaders is that they understand how to inspire people. To walk through walls for them. It comes down to a couple of different things that you want to make sure that you’re doing really well.

The first thing is one-on-one conversations. You’ve got to make sure that you’re truly inspiring those people, not by telling them what to do, but by truly connecting to who they are and getting them to play at a level above where they are today.

Maybe that’s confidence, maybe that’s courage, whatever it is. You’re able to reach them and connect with them in a way that is very different than just getting the work done. Because if you want them to feel empowered, you want them to truly take ownership of all of the work in front of them, the challenges, the processes, and the goals.

You want to make sure that they are the best version of themselves. And the only way you can do that is through these one-on-one conversations. Now the best skill inside of that is the coaching skill. I have spent the last 10 years learning about how to change the behaviors in others. Now that’s the first level.

The second level behind changing behavior is identity. We won’t go into that too much today. But when you shift behaviors and you shift identity inside your people, they will actually look at you differently than they do today. When you have different kinds of one-on-one conversations that you aren’t having today, you will see the difference in people.

You will see a sense, of urgency. You will see a sense, of pride and confidence that you haven’t seen before. And it comes down to, are you having those kinds of powerful conversations as a leader?

Are you able to engage with them, sit with them? Maybe sometimes it’s about discomfort and really talk about things that no one wants to talk about, but they have to be talked about, they have to be dealt with many leaders, avoid these difficult conversations.

And so they’re not having that powerful one-on-one. Because they’re not quite sure what to do. It’s very easy to talk about the work, to talk about the milestones, to talk about the KPIs, to talk about what’s next, but it’s hard to talk about the person and that’s what’s necessary. If you want to inspire people to walk through walls.

The second component to this is creating a culture where people feel like they are contributing to something bigger than who they are. That culture is a powerful force inside the business, unlike anything else. And if you aren’t the leader, who’s creating a culture and shaping that the way you need to.

You’ll never have people who’re inspired enough to walk through walls. It just won’t happen. So I share all this with you because I know that leaders like yourself want to play at a higher level. They want to be more effective. They want to be the leader that their team deserves. But they’re not quite sure what to do next.

Sometimes it’s blind spots that are in your way. Sometimes it’s something you already know, but you’re not working on it. You’re avoiding it. And that’s just a shame. I’m here to call you to the mat. If you will, to really help you become the best leader, you can be to be something that your team deserves.

To create a space of leadership inside your organization that will allow you to move forward through all the challenges in front of you. You don’t talk about the negative outcomes of working hybrid or working remotely. You are overcoming all these things because you are the intentional leader. That you know, your team deserves.

Nope. What I work with leaders, there’s a lot of tools I use many of them. I can, I can take in five minutes, shift the energy inside your leadership, but you have to be able to reach out to me and ask for that help. And most people, sadly, just aren’t they have too much ego to reach out and say, I need help with this.

I don’t really understand how to do this part of leadership or how to inspire people this way. Because they’re so successful and focused on what they’re doing, that they’d rather just do what they’ve always done than really play at that next level. Now there’s a select few of you that are really interested in playing at a new level of leadership.

If you are. Then we invite you to a conversation with me to help you get clear about what’s standing in your way because when you identify the problems that are in your way, you have a much better chance of creating a solution to get there. That will give you what you need. I can help you get there. Just go to

Schedule your call. I promise not to sell you anything but a promise to serve you deeply to help you figure out what’s getting in your way. And that’d be the first step. So just do that now to go to schedule your a call. We’ll see you then when you think about growth and you think about leadership, think of Growth Think Tank as always lead with courage. Will see you next time.

  Disclaimer: This transcript was created using YouTube’s translator tool and that may mean that some of the words, grammar, and typos come from a misinterpretation of the video.



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